Consultants around the globe have worked with companies large and small across all industries telling them “best practices” for implementing systems to measure Key Performance Indicators (KPI’s), and many have also included adding ways to “recognize” team members along the way. From gold stars on a poster board to “Employee of the Month” plaques and even recognition ceremonies, each one has a unique way of approaching it. Indeed, there are many who’ve gone so far as to require that each team member or manager to find a way to acknowledge the “good work” of a set number of people every day.
Unfortunately, these methods are, at best, forced (Jen, I loved the way you passed me that stack of papers) and long term implementation is down the drain not long after that consultant’s contract is up. (How much did you spend for that idea??) Asking people to “catch someone being good” becomes a task many couldn’t be bothered with- they’re rushing to their next work-related crisis, and it’s ditched along with the last 2 x 2 stuck in the bottom of the gauze sleeve.
But praise is good. In fact, it’s a necessary component to effectively managing your people, marking a job well-done to inspire more of the same. Remember, leaders incite action. They elevate, develop and foster the growth of their team both personally and professionally. So- what gives? Is there a better way?
Praise Better, Dental Leaders and Teams
In a recent article, Barry Davret suggests keeping these three “musts” in mind:
- Praise should be authentic– filling a requirement to recognize someone is forced and the person you’re offering it to knows it. Better to praise less but praise meaningfully.
- Be specific- like any opportunity you have to interact- whether identifying a deficiency or acknowledging a win, specificity matters. Being ambiguous “great job collecting those fees” versus “I’m really impressed and happy with the way you connected to the patient when presenting treatment. I could see you showing empathy and it helped them understand and want to move forward to improve their health” allows them to know what your praise is about.
- Save the praise for stuff that matters- find opportunities that show your employee you noticed ways they’ve grown or improved on past performance. If your assistant historically forgets an item on a set-up that has been an issue and you’ve been coaching her to be more cognizant of it, if she’s “showing up” regularly prepared, say something. Did you notice the person in charge of marketing the practice has helped bring in 40 new patients this month when her average had been 10, it’s worthy of a “job well done”.
Acknowledging an employee points out the value they’ve brought to the business, and if done properly, you can tie it back to the overall goals and vision established. Employee recognition is fundamentally a communication technique, a positive boost to your overall culture.
There’s More…
A few other points:
- Recognize publicly in well connected cultures, people are motivated by each other’s success. And while the recipient may blush a bit, their confidence is boosted. If you’re only writing a note to acknowledge it- either handwritten or via email, the overall value sinks.
- Recognize passion everyone has something they love to do, or love to aspire towards. If they really shine or have overcome obstacles to hit a new high, note it. Celebrate it.
- Give them an opportunity to do more if spearheading community events gets your employee’s creative efforts going, and he’s shown success, offer him an opportunity to explore more ways to expand his efforts. Challenge him with finding new outlets.
A Few Words About Phony Praise
Disingenuous praise- praise for the sake of praise- is seen as trite and often demeaning to an employee. In all actuality, it can lead to their losing trust in you, which is never a good thing. When people think you’re doing nothing more than trying to “get something” from them with fake admiration, they’ll see right through you. And that applies to both boss- employee as well as between co-workers. In fact, there is much to be gained if you pass these ideas of how to praise one another to your direct reports. It feels good to know your coworker appreciates you when you’ve reached a new high or helped them out in a meaningful way that impacted their job performance.
People want to be recognized as you can see from this graph. If you take the time to find real value in their accomplishments and identify them in the ways mentioned above, you’ll find they want to rise up to do and be more- creating a buzz of energy, a connection to the business, increased job satisfaction, and development a happier YOU.
Until next time,
Peace, Joy and Success
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This first of its kind teaching and coaching experience for dental practice management will educate on best methods of effective leadership, conflict management, developing high-performers in the practice and create accountable teams who have an increase in overall job satisfaction. Email today for information! For dentists interested in a shorter, more condensed but high-in-content version, see our Launch Program here.
Ascendant Dental Development LLC is built on the solid foundation of positive communication, both in the workplace and personal space. As a certified coaching resource with over 30 years in the dental field, we bring a new twist to dental practices and staff, focus primarily on leadership, team-development, communication skills, and workplace culture. We offer in-office workshops, individual coaching and also provide lectures to larger groups. We are proud members of many organizations including the Academy of Management, the Institute of Coaching, the Via Institute and others. We are currently filling our schedule for 2019-20 and encourage you to call us Toll Free to learn more
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